HR professionals are being encouraged to strengthen the
linkage between business strategies and HR practices, such as planning,
staffing, appraising, compensating, training and development. There are no
off-the-shelf solutions and unless HR is clear about the ways it can
add value, the threat is that the organization will turn elsewhere for
that contribution and the in-house HR function will become insignificant.
It is recognized that the HR function is responsible for many
activities that build a sense of corporate identity. HR carries out
workforce planning, induction, individual career planning, training and so on
to raise individual, team and organizational performance. HR
further has the responsibility to build strong employee relationships,
facilitating the energized organizational culture and builds a
strong organizational brand image. In addition, senior managers need
the input of HR professionals on organizational structures that
promote empowered, high-performing, learning organizations for
strategic success. In the present scenario, the door of opportunity stands open
for HR to be an active contributor in strategic organizational needs,
i.e., become a strategic partner. However, the need of the hour is to
align HR priorities with goals and needs of the organization. |
